CASE ANALYSIS-4

JOB DISSATISFACTION LEVELS IN THE WORK PLACE

INTRODUCTION: Mr. Ravi Chandra, CEO, medium-sized pharmaceutical firm started
in Calcutta, has seen a tremendous progress with in no time of its start, but there were no new
product developments in the last two decades, which ultimately lead to the performance
unrest among the workers who are working on hourly basis. The problem that is persisted
proved to be alarming as it might lead to the uneconomical work effort in the organization
due to the performance of the employees going unnoticed and unrewarded. Mr. Ravi
Chandra, asked his manager to look at the situation and come up with a solution.
PROBLEM STATEMENT: The main problem is the case study is the job
dissatisfaction levels of the employees’ which in turn causing disturbance in the daily work
atmosphere of the firm. The immediate alarming problem in this case is the performers also
turning to the non-performers’ bandwagon.
MAJOR FACTS: The major facts in the case study are:
1. Performances getting unnoticed and unrecognized
2. Good Fringe benefits
3. Equitable hourly based payment system to any type of level of efficiency of workers.
4. Promotion and benefit plans tied to the length of the service.
5. Monotonous work / repetitive work
6. No conducive environment to new ideas, thoughts
MINOR FACTS: The minor facts in the case study are:
1. Available pool of talent and skilled people
2. Working Conditions are good and sound
3. Pay is the highest in the industry
4. Workers not working to full potential
5. Working only for the sake of pay cheque
SUGGESTIONS/RECOMMENDATIONS: The suggestions/recommendations for
the case study are:
1. First Suggestion: The first suggestion is to identifying the level of strength and
efficiency of the workers and categorizes them into job grades.
2. Second Suggestion: The second suggestion is to introduce a work efficiency
system which is flexible and updates itself to the latest ongoing trends in the
industry/field.

Y.S.N.MURTHY, Faculty in Management, ADC, BVRM 1

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3. Third Suggestion: The third suggestion is to introduce a variable paying system

depending upon the amount of work they do in terms of work percentage based
system.
4. Fourth Suggestion: The fourth suggestion is to completely revamp the pay
system by developing a performance based pay system.
5. Fifth Suggestion: The fifth suggestion is not to link the promotion and benefit
plans to the length of the service, but it should be made in such a way that it should be
linked to the task based system
6. Sixth Suggestion: The sixth suggestion is to introduce the incentive plans on skill,
efficiency and performance of the employees by dividing into certain benefit bands.
QUESTIONS:
1. Explain the motivational problem in this case by relating to
Herzberg’s theory?
A. Herzberg theory/ two factor theory says that here are some job factors that result
in satisfaction while there are other job factors that prevent dissatisfaction. According
to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of
“Dissatisfaction” is “No Dissatisfaction”. The main motivational problem in the case
is that motivator factors are less when compared to the hygiene factors as per
Herzberg theory

Table: Motivation & Hygiene factors in the Case Study:

FACTOR-1: HYGIENE
S.No Satisfaction Factors
1 Working Conditions
2 Fringe benefits
3 Supervision
4 Work life balance
5 Inter-personal relationships
6 Job Security
FACTOR-2:MOTIVATION
Job Dissatisfaction Factors
Achievement not there
Recognition not there
Work is Monotonous
Responsibility are fluctuating and not consistent
Personal Growth is low
Hourly Based Pay

2. What would be your response to Ravi Chandra’s statement, if you were

the Personnel Manager of the Company?
A. If I was the personnel manager of the company, I would respond to Mr. Ravi Chandra’s
Statement in such a way that to address the issue at the earliest by announcing a meeting and

Y.S.N.MURTHY, Faculty in Management, ADC, BVRM 2

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going there with a picture perfect devised strategy of understanding and addressing their
concerns for change of attitude and behavior towards works.

STRATEGY TO BE FOLLOWED:

Step-1: Listing out the main issues for the meeting

Step-2: Prioritizing the issues
Step-3: Categorizing the issues depending on the opinions of the employees
Step-4: Categorizing the employees in the terms of satisfaction and
dissatisfaction levels
Step-5: Communicating to the employees about the changes brought to the
issues that I have been raised
Step-6: Developing the strategies to implement the suitable effective pay system
Step-7: Screening of the effective strategy to implement the suitable effective
pay system
Step-8: Implement the plan
Step-9: Monitor and control the strategy
Step-10: Observe and take the periodical reviews of the strategy regarding the
pay system
Step-11: Modify the issues in the plan and re devise the strategy and implement
it again.
Step-12: Modified strategy should be cyclical and it must be redesigned if any
of the steps are deviated “(or) deviated from that step onwards.

3. If you were the manager, how would you motivate the employees so that
they work better?
A. If I were the manger, I would motivate the employees in the following ways:
1. Eliminate Job Hygiene Stressors: Steps to eliminate job hygiene stressors:

Y.S.N.MURTHY, Faculty in Management, ADC, BVRM 3

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a) Rectify petty and bureaucratic company policies.

b) Ensure each team member feels supported without feeling micromanaged.
You can do this by using servant leadership or a democratic leadership style.
c) Ensure the day to day working culture is supportive. No bullying. No cliques.
Everyone treated with equal respect
d) Ensure that salaries are competitive within the industry. Ensure there are no
major salary disparities between employees doing similar jobs.
e) To increase job satisfaction and status, aim to construct jobs in such a way that
each team member finds their job meaningful.
2. Boost Job Satisfaction: Once you have removed hygiene stressors, the next step
is to boost the job satisfaction of each team member. We can do this by improving the
actual content of the job itself. Again, a unique approach for each employee will be
required.
a) Job Enrichment
b) Job Enlargement
c) Employee Empowerment
3. Eliminate Job Dissatisfaction: Some of the ways to eliminate job
dissatisfaction are:
a) Fix poor and obstructive company policies.
b) Provide effective, supportive and non-intrusive supervision.

c) Create and support a culture of respect and dignity for all team members.

d) Ensure that wages are competitive.

e) Build job status by providing meaningful work for all positions.

f) Provide Job Security
4. Create conditions for Job Satisfaction: Some of the conditions are:
a) Providing opportunities for achievement.
b) Recognizing people's contributions.
c) Creating work that is rewarding and that matches people's skills and abilities.
d) Giving as much responsibility to each team member as possible.
e) Providing opportunities to advance in the company through internal promotions.

Y.S.N.MURTHY, Faculty in Management, ADC, BVRM 4

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f) Offering training and development opportunities, so that people can pursue the
positions what they want in the company.

CONCLUSION: As per the quote of Bharat Ratna Dr. A P J Abdul Kalam,

that” Confidence and the hard work is the best medicine to kill the disease

called failure. It will make you a successful person ”. Relating to this any
organization to succeed in today’s world, employees are the pivotal components. Providing
conducive environment to understand, learn, prosper, develop and progress are the pillars for
any organization to take the well being of the employees’. This will help not only the
organization, but engages the employees of all levels with boosting of morale, sense of
development and about learning new things to develop in the career as well as personal
growth.

Y.S.N.MURTHY, Faculty in Management, ADC, BVRM 5